employee relations

The Top 10 Investigation Challenges: Part 9, Getting the budget and buy-in from the Executive Team.

By |2016-08-11T11:32:55+00:00August 11, 2016|

What if an employee informed you that he is constantly being asked to spend “personal time” with a manger from another department? You know you have to conduct an investigation, right? But before you begin, you must receive cooperation from your boss, be it the General Manager, VP of [READ MORE ...]

Top 10 Investigation Challenges – Part 8; Why your labor attorney may choose not to conduct your workplace investigation.

By |2016-07-25T13:25:29+00:00July 25, 2016|

When a complaint is received, does your company plan to contact a labor attorney as the resource to conduct your investigation? This has been the course of action for many HR professionals in the past and for good reason. Who better to conduct your investigation than an attorney with [READ MORE ...]

Top 10 Investigation Challenges – Part 6; Hygiene, Bodily Functions and other Uncomfortable Conversations.

By |2016-04-24T12:45:23+00:00April 24, 2016|

Every manager and HR Representative has to deal with this type of complaint at some point during their career. As a matter of fact, these complaints are reported in the work place much more often than you might imagine. There are your everyday complaints, “Danny comes in to work [READ MORE ...]

Top 10 Investigation Challenges – Part 5; The investigation, when your witness won’t speak.

By |2016-04-18T10:18:04+00:00April 18, 2016|

There is such as thing as constructive silence….and then there is just silence. Unfortunately some employees believe that they are protecting themselves, or their co-workers, if they simply refuse to answer any questions in a workplace investigation. But the law does not allow employers to simply state that they [READ MORE ...]

Top 10 Investigation Challenges, Part 4; How to Treat Anonymous Complaint.

By |2020-11-08T19:04:14+00:00April 9, 2016|

While conducting harassment investigation training, I have been asked many times, “Are we required to investigate if we receive an anonymous letter or email reporting possible harassment?” The real conundrum is whether an email or voicemail meets the definition of a complaint if there is no identifiable complainant.   Still, [READ MORE ...]

Top 10 Investigation Challenges – Part 3; Ask these five questions to determine if an investigation is required.

By |2016-03-31T16:27:00+00:00March 31, 2016|

In the business world, nothing ever seems to be black and white. Instead, the daily grind comes in many shades of gray (way more than 50!).  This too applies when a complaint is received by an employee, leaving the manager or HR representative to determine credibility of the claim [READ MORE ...]

Top 10 Investigation Challenges – Part 2; Confidentiality – The promise to keep things quiet.

By |2016-03-24T18:11:00+00:00March 24, 2016|

Can you promise an employee that what they tell you about another employee will remain confidential? Can you ask an employee to keep the information discussed in a workplace investigation interview confidential? The answer to both questions is maybe, but not completely. Clear as mud? Many things in business [READ MORE ...]

Top 10 Investigation Challenges – Part 1 When an employee says…I don’t want you to do anything, I just thought you should know.

By |2016-03-16T15:11:01+00:00March 16, 2016|

If you ask any HR professional who has been responsible for employee relations, the majority of them will tell you they have had a conversation that started with this phrase. (I don't want you to do anything, I just thought you should know). Your response is very important, but [READ MORE ...]

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